Adults require different educational strategies from children: As adults we decide what we want to learn. The education must have purpose and meaning. Adults usually learn something because they have to. Keep WIFM in mind> What's Init For Me?
Children focus on learning in that: They rely on others for the information. They accept the information on face value. They expect what they are learning to be used in the long term. They have no experience or knowledge in topics.
Learning Styles: There are four types of learning styles to consider; Dynamic, Analytic, Common Sense, and Imaginative. Our dynamic learners are hands on and jump right into the problem, their favorite question is "What If?" Our analytic learners are just that, they must gather as munch information possible to make a decision, their favorite question is "Why?" Our common sense learners glance over information and then get to work learning by trial and error, their favorite question is "How?" Our imaginative learners prefer to bring others into the process gaining everyone's opinion to make their decision, their favorite question is "Why?" We must understand our own personal learning style and be aware of the styles of those we come in contact with to enhance relationships through better communication and understanding.
Material retention: A study found that 90% of participants retained what they had learned after communicating about and physically/mentally working out a scenario related to the course material. 70% retained what they learned after only communicating about the material. 50% retained what they learned after seeing and hearing the material. 30% retained what they learned after only seeing the material. 20% retained what they learned after only hearing the material. 10% retained what they learned after only reading the material.
The Generational Gap: Baby Boomers: 1946-1964, Generation X: 1965-1981, Generation Y: 1981-2001. Baby Boomers are avid learners, love to learn for learning sake, are rebellious, and focus on team work. General X are technically savy, adapted to technology, young, and will work with others to accomplish a goal. Generation Y believes that work does not define them as a person and are more individualistic in their endeavors. They are now having the babies! Generation Y is also called millennials, Echo Boomers, and Trophy Kids.
Working with Generation Y: Top 10 tips for working with these parents. (10. Develop opportunities for experiential learning. (9. Encourage development of learning communities. (8. Provide lots of structure in the learning setting. (7. Be organized. (6. Provide lots of feedback. (5. Be fair and be smart. (4. Present the big picture. (3. Talk is essential. (2. Make it fun-they learn best when entertained. (1. Use Technology.
A Coach's role: In people's greatest hour of need they will try to hand you the responsibility of accomplishing the task; as a coach you must keep the person on task and bring stakeholders together to aid that person in a successful outcome. An effective coach brings competency, objectivity, adaptability, caring, and honesty.
Coaching Competency: Promote self discovery and share knowledge and skills as needed. Foster independence rather than dependence.
Coaching Objectivity: Recognize and set aside stereotypes and assumptions based on first appearances. Focus on the individual's perspectives, interests, and intent. Support examining and assessment to conclusion rather than judging.
Coaching Adaptability: Switch from pre-planned activities to those that best meet the individual's needs. Take advantage of spontaneous learning situations. Seize incidental moments as coaching opportunities.
Coaching Caring: Create an environment in which the individual generates and implements new strategies and accepts that mistakes may and can occur. Encourage, empathize, practice patience, and celebrate achievement.
Coaching Honesty: Provide constructive and complimentary feedback to assist the individual. Provide complete and unbiased information. Build trust and respect.
How to assess your Coaching: Look through the following scenarios and ask yourself where you fit in during these situations and where you would like to be. Identify what works best and how you will ultimately work to improve you. In the end think, what do you want people to say about you and your program?
- When an individual seeks information from you as a resource do you: 1. Almost always have the answers. 2. Freak out if you don't have all the answers. 3. Evade the question if you don' have the answers. 4. Use what you know, add to what the individuals knows, and encourage the individual to build on from there.
- When an individual shares an idea with you do you: 1. Compare it to your own values, beliefs, and preferences. 2. Evaluate how realistic it actually is. 3. Consider it in light of the individuals intended outcome. 4. Immediately agree or disagree and let the individual know what you think.
- When working with an individual do you: 1. Focus on your agenda or plan so that you can be efficient. 2. Follow the other person's lead during a conversation to determine how to be helpful. 3. Focus on the other person's issue at the moment, then bring the conversation back to your plan. 4. Get frustrated when the individual cannot stay on task
- When people describe you, what words do they use: 1. Supportive, encouraging, and caring. 2. Busy, rushed, and hardworking. 3. Opinionated, directive, and to the point. 4. Sympathetic, soft-hearted, and forgiving.
- When working with colleagues do you: 1. Tend to tell people what you think they want to hear. 2. Share complete and unbiased information. 3. Give only positive feedback. 4. Wait to avoid sharing difficult information as long as you possibly can.
The Coaching Process: Observation, Action, Reflection, Summary.
- Observation & Action: In the end should be able to "Tell me something good, tell me something new". The process: State a goal; Begin activity using a model; Demonstrate and present clear strategies; Begin activity then give to individual to take over; Provide positive, encouraging feedback to the individual utilizing specific coaching strategies.
- Reflection & Summary: In the end should be able to "Tell me what you learned today, tell me what you take with you". The process: Reflect and summarize session observations and discussions; Discuss how to implements goals in other scenarios; Equip the individuals with strategies to work on away from time with you.
Coaching Strategies: 10 effective strategies to establish the Coach's Role with the individual.
- Show & Share: Provide an opportunity for the individual to independently demonstrate or describe a specific skill.
- Test Drive It Together: Demonstrate a strategy within an activity and then give it to the individual for a turn.
- Leading by Example: Involve the individual to provide an example or a model for the others to follow. (Parent to child)
- To the Point: Provide direct instruction to the individual within the activity.
- Guided Experiments: Use an open-ended statement to initiate an "experiment" allowing the individual to engage in predicting the outcome. i.e. engage parent into thinking what their child will do.
- News Commentator: Describe actions of the individual to highlight knowledge and skills.
- Secret Message: Use subtle nonverbal cues and prompts to guide the individual during the activity. Plan the cues prior to training and inform leaders of purpose of training for confidence and buy in.
- So What?: Explain the purpose of the session's goals, objectives, and activities to the individual. i.e. "Lets talk about what we observed and why we think it happened."
- The Fake Out: Purposefully make a mistake or "creatively stupid" action to sabotage an activity for teaching purposes.
- Making the Connection: Give and gather new information from the individual to confirm the learning and expansion of their activity.in their home environment. i.e. what did you learn that you will share with your family. Inform that they will be asked.
How to gain the What's Init For Me (WIFM): When entering into training inform the participants upfront what they will be asked to do and will learn. Upon completion of training have a time to allow each participant to voice their perspective and opinions; provide positive feedback and your learning lessons to the participants - This will show balance & respect! Finally provide questions for each participant to think about and answer during the next training session; by doing this you will get the WIFM as the participants will take ownership into the training.
Common causes for failure and setbacks: Based on Dr. Caraway's experience she has found the common causes for setbacks and failures in various therapy sessions and counseling.
- Participant is afraid of failing.
- Communication is not clear. Do you communicate for others understanding or for personal ingratiation?
- Learning style is not understood.
- Generational gap not considered.
- Personal biased and judgement on participants.
Final key factors to keep at the forefront: A good coach...
- is always moving and improving
- sees the potential in every one
- seeks to improve
- helps families move from a to b
- never accepts the status quo
- is succinct, and truthful
- identifies gaps and gifts; challenges and strengths.
- inspires others
- sees the big picture and clarifies the steps necessary to achieve the parentsʻ desired outcomes.
- creates a winning situation for all
- understands that we can learn and grow from each other when we respect and approach others as "enlightened.
- needs to be a lifelong learner to better serve others.
- understands that everyone can improve!